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  • New Laws Impacting HR Departments in 2016

    01/5/16 10:00 AM | By :Exact Staff | Categories : Employers, News | Leave a Comment
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    Want a great New Year’s resolution for your business?

    Commit to staying on top of the legislation changes impacting your organization.

    Admittedly, employment law isn’t a very glamorous topic, but staying up-to-date and compliant is essential to making the New Year both happy and profitable for your business.

    Below, Exact Staff summarizes three new or amended laws that should be on your radar in 2016. While this review is not intended as legal advice, it will help you better understand the impact the legislation could have on your organization:

    Closing the Gender Pay Gap with the California Fair Pay Act – SB 358

    Taking effect on January 1, 2016, SB 358 has been referred to as “the most aggressive equal pay law in the nation” by employment law firm Fisher & Phillips, and as “the strongest equal pay law in the nation” by Governor Brown. Here’s why. Instead of merely requiring equal compensation for men and women performing equal work, this law calls for pay equity among employees whose jobs are “substantially similar” – effectively lowering the burden of proof for plaintiffs claiming gender-discriminatory pay practices.

    The Fair Pay Act also makes it tougher for employers to defend claims, further refining the criteria they must meet to justify pay differences.

    Minimum Wage Gets a Hike with phase 3 of MW-2014

    Also effective January 1, 2016, the minimum wage in California is $10.00/hr. – the highest in the nation. With this new hike, white-collar workers must now earn more ($3,466/month) for employers to exempt them from overtime pay.

    PTO to Care for Kin: SB 579

    This Act was amended so that, as of January 1, 2016, employees may take “kin care” leave to care for their grandparents, grandchildren and/or siblings. Furthermore, SB 579 clarifies and broadens the reasons an employee may take leave to include existing health conditions and preventative care (as opposed to just “illnesses”), as well as certain absences resulting from sexual assault, stalking or domestic violence.

    Although these laws are specific to California, they could eventually impact states and organizations throughout the country.

    Another great New Year’s resolution?

    Partner with Exact Staff. Our national employment agency can provide the workforce management advice and solutions to help you make 2016 a productive, profitable year.

    Give your local Exact Staff office a call to schedule a free workforce consultation.


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